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You’re doing fine at work. You’re working remotely, hitting your targets, and keeping things moving—but fine doesn’t really feel fulfilling.

Poor performance management, lack of visibility, repetitive routines, and restricted growth opportunities can result in feelings of frustration, stagnation, and boredom. Maybe you have a boss who doesn’t see your potential. Maybe there’s lots to do, but none of it excites you.

In an uncertain economy where layoffs loom and job opportunities feel scarce, the idea of making a career move might not feel realistic or like something you even want to pursue. And when you work remotely, there might be fewer opportunities for spontaneous career-focused conversations or organic networking opportunities where you can chat, observe, and learn. If it doesn’t feel like there’s a promotion on your horizon or immediate opportunities for growth, how do you stay motivated? What should you do if it feels like there’s nothing to look forward to?

The good news is you have more control over your career than you might think. Here are five options to reignite your motivation at work—no matter how remote you are.

Create your own mini performance review.

If you’ve been at your company for a while and have been through at least one performance review cycle, now’s a good time to go back and revisit it. In my work as a career coach, I’ve observed that most people file away their reviews and only revisit them when the next one is due. However, past conversations could hold clues about what you could be doing right now to invest in your growth.

What themes came up in your last performance review? What are your core strengths? What goals did you share in that conversation but haven’t acted on? What constructive feedback did you receive?

Goals or suggestions from your last review can serve as a springboard for thinking about specific, actionable goals to pursue in the next few months. You can also reflect on any changes in your role, team, or the company since that last performance conversation. In addition, if your company has shifted priorities since your last review, consider what you could explore to match those new needs.

Sometimes your previous performance review feedback may not give you the clarity or direction you need. I’ve coached professionals who found themselves out of sync with their supervisor’s assessment, received vague feedback, or had their review led by someone who’s no longer on the team. In these cases, it can be valuable to build relationships with senior leaders and trusted peers who can offer constructive insights on areas for growth and opportunity.

Completing your own mini performance review using past reviews and feedback from trusted peers doesn’t just mean looking back; it provides the opportunity to examine the present. Consider the next three to six months and ask yourself: What would you love to accomplish?

Seek a stretch assignment.

When you proactively seek out a stretch assignment, chances are your manager or teammates will see it as a win-win opportunity. Taking on a project that interests you and challenges you in new ways will expand your skills and has the potential to reignite your engagement. In addition, it can position you as a forward-thinking collaborator.

Think about what’s important to your leadership right now. What initiatives or priorities have they shared during all-staffs or town hall meetings? Does your company utilize cross-functional teams for internal initiatives or community programs that you could contribute to? Even in a remote environment, there may be more opportunities to collaborate across teams than you might realize.

What are your team’s or department’s objectives for this fiscal year? Where are there opportunities for you to support or add value? After surveying the landscape for opportunities, suggest ways you can contribute. Or, if you’re not sure where you could add the most value, ask your manager if there’s something they need help with. Expressing interest may open a door you didn’t know existed.

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